Is Your Benefits Package Competitive Enough to Attract Top Healthcare Staff?

Answer These 8 Questions to See How You Stack Up

Benefits are one of the top reasons healthcare staff stay — or leave.

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You're Ahead of the Pack.

Your benefits package is strong and already competitive in today’s healthcare job market. But even top-performing practices can lose their edge without routine adjustments.

Schedule a call to discuss your practice's benefits package and how we can help.

Key Action Items to Stay Ahead:

  • Schedule a Formal Benefits Benchmarking Session every 12 months. Healthcare labor trends shift quickly, especially around mental health, parental leave, and student loan reimbursement.

  • Consider Layering In High-Impact Perks like fertility assistance, mental health apps, or identity theft protection to further differentiate yourself.

  • Audit Utilization vs. Value: Are your benefits being used and appreciated? If not, it's time to realign with staff needs through surveys or usage data.

  • Build a Brand Around Your Benefits: Showcase your package in job postings and during interviews—benefits should be a recruiting magnet, not an afterthought.

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Strong Start, But Gaps Exist

You’re on the right track, but certain outdated or under-leveraged areas may be costing you top talent—or worse, increasing turnover.

Schedule a call to discuss your practice's benefits package and how we can help.

Action Items for Smart Improvements:

  • Prioritize Raising Health Insurance Contributions to 65%+ of premiums. This is a non-negotiable expectation for most healthcare workers today.

  • Introduce a 401(k) with Matching, even modest (2–3%). Studies show even small contributions drastically improve retention.

  • Add One High-Value Extra Benefit this quarter, such as a CME allowance or wellness stipend. These can elevate your package with minimal cost.

  • Reevaluate PTO Policy: Practices offering <15 days often see higher burnout and more unplanned absences.

  • Benchmark & Compare: Most practices haven’t reviewed their packages in over a year. A quick comparison to similar-sized competitors can reveal clear opportunities.

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Your Package is Holding You Back.

Your current benefits structure is likely a barrier to recruiting and retaining skilled healthcare staff. Candidates are walking away, and your current team may be quietly job hunting.

Schedule a call to discuss your practice's benefits package and how we can help.

Critical Action Plan to Regain Ground:

  • Start with a Full Benefits Redesign. Don’t patch holes—rebuild your strategy with input from HR data and staff feedback.

  • Focus on Core Benefits First: Health insurance, PTO, and retirement are baseline expectations, not perks.

  • Use Tiered Rollouts: Can’t afford everything at once? Prioritize by impact: start with boosting insurance coverage, then introduce a simple 401(k), then PTO.

  • Communicate the Change Internally: Even small improvements can shift morale, so announce and explain new benefits with enthusiasm.

  • Stop Guessing—Use Data: Utilize cost modeling tools to design a competitive plan that fits your budget and beats market averages.

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